You want the best talent for your company. But you can’t just sit back and wait for the A-listers to come to you. You have to go out and get them.
And that means having a strong sourcing strategy.
Your sourcing strategy is what will determine where you look for candidates, how you reach out to them, and what kind of information you share with them. It’s the foundation of your recruiting efforts.
Luckily, we’ve got some tips to turbocharge your sourcing strategies and help you find the perfect candidate in no time. So read on and get ready to source like a pro!
1. Identify The Right Channels
The first step to sourcing candidates is identifying where to look. And with the vast number of job boards and social media platforms out there, it can be tough to know where to start.
Here are a few tips:
- Use job boards that focus on your industry or niche. For example, if you’re looking for a software engineer, searching on a general job board like Indeed won’t be as effective as searching on a site like Stack Overflow.
- Utilize social media platforms to your advantage. These platforms are great for reaching out to potential candidates and building relationships. Just make sure you’re using the right hashtags to reach the right people.
- Check out online communities related to your industry. These can be great places to find candidates who are actively engaged in the industry and looking for new opportunities.
- Use Google advanced search operators. This is a great way to find candidates with specific skills or experience. Just type in what you’re looking for, enclosed in quotation marks, and you’ll be sure to find some qualified candidates.
2. Get Creative with Your Job Descriptions
When you’re writing a job description, it’s important to think outside the box. Don’t just list the skills and experience you’re looking for – try to paint a picture of what it would be like to work at your company. What are the company’s values? What kind of team will the candidate be working with? How will the role help them grow in their career?
Candidates want to know more than just what the job entails – they want to know if they’ll fit in with your company’s culture. So, ensure your job descriptions are creative and engaging and give candidates a taste of what it would be like to work for you.
3. Build a Powerful Employer Brand
Your employer brand is the way your company is perceived by potential candidates. And it’s not just what you say about your company – it’s also what others say.
That’s why it’s so important to have a strong employer brand. Candidates will research your company before applying, so it’s important to ensure your employer brand is strong and positive.
There are a few ways you can build a strong employer brand. First, make sure your website and social media platforms reflect the positive aspects of working for your company. You can also create employee testimonials and case studies to show off your company culture and highlight your employees’ successes.
Finally, don’t forget to engage with potential candidates when they reach out. Show them that you’re interested in them as a person, not just as a worker.
Investing time and resources into building a strong employer brand will pay off in the long run – you’ll be able to attract higher-quality candidates and reduce your time-to-hire.
4. Understand the Value of Passive Candidates
Passive candidates are those who aren’t actively looking for a job but are open to new opportunities. And according to LinkedIn, these candidates comprise 70% of the workforce.
So why focus on passive candidates? For one, they’re usually more qualified than active candidates. They’re also more likely to be a good fit for your company since they’re not just looking for any job – they’re specifically interested in your company and what you have to offer.
To find passive candidates, try reaching out to people you know who might be a good fit for the role. You can also use social media platforms and online communities to connect with potential candidates.
And when you do reach out, don’t just send a generic message – take the time to personalize each one. Mention something you read on their profile or in an article they wrote. This will show that you’re truly interested in them and not just mass-messaging everyone you come across.
5. Build a Talent Pipeline
A talent pipeline is a group of potential candidates you can reach out to when you have an open position. This is a great way to stay organized and keep track of qualified candidates, so you don’t have to start from scratch every time you need to fill a role.
There are a few ways to build a talent pipeline:
- Use a recruiting CRM (customer relationship management) tool. This will help you keep track of your interactions with each candidate and make it easy to reach out when you have an open position.
- Use social media platforms to connect with potential candidates. LinkedIn is a great platform for this; you can even use their InMail feature to send messages to people you’re not connected with.
- Attend industry events. This is a great way to meet potential candidates in person and get a feel for whether they’d be a good fit for your company.
- Stay in touch with former employees. Just because someone isn’t working at your company anymore doesn’t mean they wouldn’t be interested in coming back. So, stay in touch and let them know about any open positions that might be a good fit for them.
Summing It Up
The world of recruiting is always changing, and it can be tough to keep up with the latest trends. Candidates are becoming increasingly aware of their value, and they’re no longer just waiting for companies to come to them.
To stay ahead of the curve, you need to be proactive in your recruiting efforts. Use the tips in this article to turbocharge your sourcing strategies and attract high-quality candidates.
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